Factors Influencing Labor Turnover in Public Organizations in Tanzania: A Case of Tanzania Electric Supply Company Limited, Arusha Region

Wiljames Daniel Mmari – Institute of Accountancy Arusha (IAA), Tanzania. Department of Information Systems, Faculty of Informats.

ORCID: https://orcid.org/009-0003-4813-4868

Fredrick Baraka Mwangela – Institute of Accountancy Arusha (IAA), Tanzania. Department of Business Management, Faculty of Business Management.

ORCID: https://orcid.org/0009-008-5544-6356

Email: jamesdaniel0755@gmail.com/ fredricck1988@gmail.com

Abstract: Labour turnover is a major challenge that affects workforce stability, organizational performance, and service delivery in public and private enterprises worldwide. In Tanzania, the Tanzania Electric Supply Company Limited (TANESCO) continues to experience high levels of employee turnover, negatively influencing operational efficiency and long-term sustainability. This study aimed to examine the factors influencing labour turnover in public organizations, with a specific focus on TANESCO in the Arusha region. Guided by Herzberg’s Motivation–Hygiene Theory (1959) and Vroom’s Expectancy Theory (1964), the study applied core motivational frameworks to explain turnover-related behaviours. A quantitative research approach was adopted, using a descriptive research design to assess turnover factors without manipulating variables. The target population comprised 65 TANESCO employees, from which a sample of 56 respondents was selected through simple random sampling. Data were collected using structured questionnaires with closed-ended items aligned to the study objectives. Ethical considerations, including anonymity, confidentiality, informed consent, and voluntary participation, were strictly observed. Descriptive statistical techniques such as frequencies, percentages, means, and standard deviations were used to analyse the data. The findings revealed that inadequate compensation, limited career development opportunities, poor working conditions, and insufficient recognition significantly contributed to labour turnover among TANESCO employees. The study concludes that improving human resource management practices, strengthening motivation mechanisms, and establishing clear internal career development pathways are essential for reducing turnover. These findings offer practical implications for policymakers and organizational managers seeking to improve retention and enhance performance in Tanzania’s public sector.